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Federal and state agencies have significantly increased the number of audits and lawsuits in an effort to detect and penalize worker misclassification. When companies self-identify contractors, even through referrals or previous relationships, it is very important that the proper measures are taken to mitigate worker misclassification and co-employment liability risks. The consequences can include back tax assessments, fines, penalties, retroactive benefit payments and litigation costs.

We help you simplify contingent workforce compliance

Our compliance team is composed of experienced and knowledgeable professionals. We also partner with one of the nation’s top labor and employment law firms for guidance and expertise when needed. We help clients avoid the liability and risk of engaging self-identified contractors, including:

Returning Employees and Retirees

Non-Recruited Resources / Internal Referrals

Part-Time, Seasonal, Student Hires and Interns

Independent Contractors

Statement of Work (SOW) Consultants

Employer of Record (EoR) – W2 Payrolling ServicesWith our EoR service, we serve as the official employer of record for the contract worker. We handle the entire on-boarding process, including new hire paperwork, client-specific NDA’s, work authorization verification, background checks, drug screening, payroll funding and processing, tax withholdings, and time capture and expense administration. We provide the worker with full benefits which include medical, dental, vision, disability insurance and a 401(k) plan. The employee is covered by our workers compensation, commercial liability, and errors & omissions insurance policies as well as our third-party crime bond. We assume responsibility for all HR related tasks, off-boarding and any unemployment liability.

Agent of Record (AoR) – 1099 Independent Contractor Engagement ServicesOur AoR service for 1099 IC’s mitigates risks associated with properly classifying independent contractors. Our compliance team gathers information on the facts and circumstances of the contractor’s assignment, reviews and verifies all supporting documentation and makes a recommendation on how the contractor should be engaged based on state and federal regulations. Our assessment process is thorough, well-documented, consistent and auditable. Contractors who do not qualify to be paid as an IC are paid W-2 via our Employer of Record service.

Agent of Record (AoR) – Corp-to-Corp Supplier Management ServicesOur AoR service for Corp-to-Corp vendors reduces the burden on your procurement, accounts payable and HR departments by removing the administrative tasks and risks associated with managing and paying additional vendors. We serve as a single point of contact for your sub-vendors and provide contract management, rate negotiation, insurance verification, reference checks and payment processing. With our AoR services you will receive a single consolidated invoice for all sub-vendor services that meets your billing guidelines, reducing the time and effort spent processing invoices.

With all of our services, we monitor and enforce compliance with your corporate policies, including insurance requirements, background checks and non-disclosure agreements, as well as break in service and tenure policies.

Contact us to learn how we can help you reduce costs, save time on administrative functions and simplify contingent workforce compliance.